PRACTICE OF EMPLOYEE SATISFACTION AND ENGAGEMENT IN THE CASE OF DASHEN BANK S.C. IN ADDIS ABABA CITY

Abstract

The purpose of this study was to assess practice of employee satisfaction and engagement level of employees of Dashen Bank S.C. in Addis Ababa City. The study employed combination of descriptive and explanatory type of research designs in which a stratified systematic sampling method was used to collect data from professional employees of the bank found in branches under the four districts of Addis Ababa and head office. The study used mainly primary data collected through questionnaire. The questionnaire was distributed to 412 staffs in person and 97% of the questionnaire was returned. The data were analyzed using SPSS version 20 and STATA version 14 statistical software. The findings of the study revealed that the overall employees’ satisfaction and engagement level of the bank were found to be 70.3% and 58%, respectively. The results obtained indicate that from the seven factors examined in the study (job characteristics, working environment, salary and benefits, relationship with immediate supervisor, performance management system, training and development, and employees’ promotion) all have a significant effect on employee satisfaction and engagement. Based on the findings the researcher forwarded some recommendations for the bank which would be helpful to increase the satisfaction as well as engagement level of employees. Thus, based on the data analysis and the major findings, it is suggested to implement the following: applying job rotation, ensuring inter department and branch integrations, availing the necessary office equipment and manpower, assessing salary and benefits of the industry to act accordingly, filling the leadership competency gap of managers, promoting the culture of acknowledgment and recognition, promoting decentralization by implementing the new grievance handing guideline, implementing Performance Management System as employees evaluation tool, providing training based on competency gap analysis, providing timely induction training, bringing transparency in employees’ promotion, assessing the requirements of vacant posts periodically, providing on job training for new employees, creating participatory planning and communicating the plan and performance of the bank to employees on time.